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Global Anti-Human
Trafficking and Human
Rights statement
REPORTING PERIOD FOR THE YEAR ENDING DECEMBER 31, 2023

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INTRODUCTION
This Fighting Against Forced Labour and Child Labour in Supply Chains Act Report (the“Statement”) concerns the Anti-Human Trafficking 1 and Human Rights Program (“theProgram”) that Otis, including its subsidiaries, has implemented pursuant to the United
Kingdom Modern Slavery Act (2015), the Australian Modern Slavery Act (2018),
Norwegian Transparency Act (2022), Forced Labour and Child Labour in Canadian
Supply Chains Act (2023), Swiss Ordinance on Conflict Minerals and Child Labour(2021), and all other relevant legislation 2 , including our various commitments andactions to promote respect for human rights and decent working conditions across ouroperations and supply chain.
Otis Canada Inc., is a subsidiary of Otis Worldwide Corporation (“the Company”, “Otis”,“We”, “Us”, “Our”). The information provided in this Statement describes Otis’ Program
during the financial year ending December 31, 2023 (the “Reporting Period”) and thesteps we have taken during the Reporting Period to reduce the risk of human trafficking
and other human rights risks in our global supply chain.
Otis Canada Inc., and Otis Worldwide Corporation follow the same policies andprocesses and have many shared suppliers, and therefore this statement provides aconsolidated description of the actions we have taken in this area.
Otis is the world’s leading elevator and escalator manufacturing, installation, andservice company. We serve customers in over 200 countries and territories around theworld. Otis has global scale and local focus, with over 1,400 branches and offices, anda direct physical presence in more than 70 countries.
Our Company is organized into two segments, New Equipment and Service. Through our
New Equipment segment, we design, manufacture, sell and install a wide range ofpassenger and freight elevators, as well as escalators and moving walkways forresidential, commercial and infrastructure projects. Our New Equipment customers
include real-estate and building developers and general contractors who develop
and/or design buildings for residential, commercial, retail, or mixed-use activity.
Through our Service segment, we perform maintenance and repair services, as well as
modernization services to upgrade elevators and escalators. Service customers
typically comprise building owners, facility managers, housing associations andgovernment agencies that operate buildings where elevators and escalators are
installed.

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Due to the global and distributed nature of our operations, we partner with a diverse
network of several thousand suppliers globally. These include product/direct and nonproduct/indirect suppliers, as well as subcontractors, each with their own subcategories as demonstrated in Table 1. We rely on approximately 500 key suppliers forour manufacturing supply chain.
Table 1
Electrical and Electronics

DirectMechanicalRaw material
Digital technologies and telecom
Fleet
Logistics
MRO, packaging, and capital goods

Indirect

Office products and services
Professional services
Real estate and facilities management
TravelUtilities, energy, gas, and chemicals

Subcontractor

General subcontractor
Vocational specialists

For additional information regarding our business sectors, products, organizational
structure, and supply chain, refer to the “Business Overview” section of our Form 10-K, ourAnnual Report, our ESG Report, and our website.

EMBEDDING RESPONSIBLE BUSINESS INTO THE WAY WE
WORKGovernance and Accountability
At Otis, our Absolutes of Safety, Ethics, and Quality guide us in our decision-making.
They are fundamental to who we are and what we strive to achieve. They define us,
unite us, shape how we work and set us apart. To ensure accountability, we upholdhigh standards of governance, ethics, and integrity implemented through strong© 2024 Otis Worldwide Corporation

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internal controls, consistent training, and colleague and supplier engagement. The Otis
Board is regularly engaged on a wide range of matters spanning business strategy and
ESG-related topics.
Underscoring the importance of good corporate citizenship, our Board and its
committees engage in extensive review and oversight of ESG-related topics. Otis hasdeveloped an ESG governance model that supports our commitment to doing good inline with our business strategy. ESG matters impact every part of the business, andaccordingly, ESG governance is cross-functional. The ESG Council – composed of seniorleaders representing key functions including Communications, EH&S, Human Resources,
Investor Relations, Legal, and Growth & Strategy – works closely with an ESG Working
Group. The ESG Working Group, composed of subject-matter experts across ESG issues
material to our business, assists the ESG Council in developing and implementing thecompany’s ESG strategy. Both the ESG Council and ESG Working Group meetfrequently, with the ESG Council reporting regularly to the Chair, CEO and President.
Areas of oversight include but are not limited to: community giving and engagement,
volunteerism, corporate governance, ethics and compliance, health and safety,
inclusion, investor relations, supply chain, sustainability and climate related risks andopportunities.
To learn more about corporate governance at Otis, please visit the Otis investors
website to access:






Governance Documents
SEC Filings, including our latest Form 10-K and Proxy Statement
Committee Charters
The Otis Absolutes

Policies
Along with the above, our Otis Absolutes of Safety, Ethics and Quality are thefoundation of everything we do and shape our work and set us apart. They govern how
we think, how we make decisions and how we act every day, everywhere. The
Absolutes establish standards of conduct and enable ethical, value-based decisionmaking by all. We have codified our Absolutes of Safety, Ethics and Quality in “The Otis
Absolutes,” a code of ethics applicable to all Otis colleagues globally and the Otis
Board. The Otis Absolutes are complemented by specific company policies, practices,and procedures to further implement the Absolutes. They cover such topics as antitrust,© 2024 Otis Worldwide Corporation

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anticorruption, international trade, other key compliance risk areas and ourUncompromising Commitment to Human Rights.
In 2021, Otis became a signatory to the U.N. Global Compact, aligning with its Ten
Principles across human rights, labor, environment and anti-corruption, including
Principles 4 and 5 regarding the elimination of all forms of forced labor and theabolition of child labor. Guided in part by this commitment, we developed a formal
ESG strategy and launched our four ESG commitments: Health & Safety, Environment &Impact, People & Communities, and Governance & Accountability. It is through our
focus on governance and accountability that we uphold the highest ethical standards,
protect personal health and safety, and conduct business with integrity. We strive toensure that our employees, suppliers, and others we work with embrace these same
principles.
The four pillars of our ESG strategy are intertwined with our Otis Absolutes and our businessstrategy. Together, they drive value for all our stakeholders and the broader communities
where we live and work.
Health & Safety: Safety is at the heart ofour business. Every day, we prioritize thehealth and safety of our passengers andcolleagues, including 42,000 highly
experienced field professionals who
install and service equipment at jobsitesaround the world.
Environment & Impact: As we help theworld’s cities grow and people move, weare committed to managing our impact
on the environment. We reduce
emissions by measuring and managing
the environmental impact of our
products and operations, including ourfactories, real estate, and fleet, and byincreasing our renewable energy use and implementing energy-efficiency initiatives.
Beyond the greenhouse gas (GHG) emissions we directly control (Scope 1), we assess
applicable GHG emissions across our entire value chain (Scopes 2 and 3). We also
focus on reducing waste generation and water consumption and strive to implement
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we prepare for future climate risks, we see these activities as essential to safeguarding
the future of Otis and Planet Earth.
People & Communities: Otis is committed to fostering an inclusive culture where every
colleague feels safe, welcomed, and heard and where we celebrate and encourage
growth and innovation. By creating an inclusive, equitable and accessible work
environment, we empower our people to think creatively as they pursue and realize
their professional ambitions. We interact meaningfully and create positive change
through high-impact initiatives in the communities where we live and work.
Governance & Accountability: Our Otis Absolutes of Safety, Ethics and Quality upholdhigh standards of governance, safety, ethics, quality, and integrity. These guiding
principles govern how we make decisions and act every day, everywhere. Otis
management is responsible for executing our business strategy, including our ESG
strategy, and the Otis Board actively engages with management, providing strong
oversight and guidance with a focus on long-term shareholder value creation.
We are committed to protecting human rights and reducing the risk of humantrafficking at Otis and in our global supply chain, and we demand the same from our
suppliers. Our Otis Human Rights Position Statement, published on our website,
encapsulates our commitment to human rights. We support Otis colleagues’ rights andcommit to adhering to local laws regarding freedom of association and collective
bargaining. We also have relationships with trade unions and works councils in theregions where we operate. We prioritize our colleagues’ well-being and offer fair
employment conditions. We follow local labor laws that address working hours,
minimum wages, insurance coverage of work-related accidents, severance pay, andother employment provisions (including overtime and sick pay). We also offer flexible
work arrangements to eligible salaried colleagues. We conduct global pay analyses toensure that our non-union colleagues are paid according to their abilities,
responsibilities, qualifications, work location and experience. In addition to base pay, aportion of our non-union workforce is eligible for short-term incentive bonuses and longterm incentive pay in the form of stock awards.
We respect the value of raising awareness as a critical lever to mitigating risk of humanright violations and as such continue our training initiatives. We also aim to identify andmitigate risks with the establishment of processes and controls set forth in various
policies. A few of those policies are:

Our Uncompromising Commitment to Human Rights at Otis

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NorwayorwayAnti-Human Trafficking Policy Governing the Otis Supply Chain

Conflict Minerals policy governing the Otis Supply ChainSupplier Code of Conduct

Supplier Code of Conduct
Suppliers are critical to our success. They provide direct materials, such as raw materials
and components for new equipment and service; indirect services, such as logistics,
fleet vehicles, professional services; and subcontractors that assist with elevator and/or
escalator installations. Our Supplier Code of Conduct and standard terms andconditions of purchase are two ways in which we communicate our expectations to our
suppliers.
The Supplier Code of Conduct is available in 31 languages on Otis.com. The Codeholds our suppliers accountable to the same standards we establish for ourselves,
starting with our Absolutes of Safety, Ethics, and Quality. We require our suppliers to:Specific to SafetyEnsure a safe and healthy work environment, including reasonable work hours andconditions for suppliers’ employees and visitors to their sites.

Comply with all applicable EH&S rules and regulations.

Provide products and services with safety as a key guiding principle.

Conduct

end-to-end

operations

inanenvironmentally friendly manner.
Specific to Ethics


Respect the fundamental rights and freedoms of all
persons who touch their business operations, treat
all persons fairly with dignity and respect, andabide by all fair labor practices including:oEnsure all work is performed voluntarily with noforced labor.

oAbide by the United Nations (UN) Convention
No. 138 on the Rights of the Child and theInternational Labour Organization (ILO) Convention No. 182 on the Worst
Forms of Child Labour, with stricter national laws always prevailing.

o

Pay all workers a living wage and benefits that meet or exceed theapplicable minimum wage and provide equal pay for equal work.

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NorwayorwayoEnsure that work hours are reasonable and do not exceed the maximum work
hours established by law.

oRespect anti-corruption (including anti-bribery), fair competition and antitrust
rules.

oRespect the legitimate proprietary rights and intellectual property (IP) rights
of Otis and others.

Specific to QualityHave quality assurance processes and controls to identify defects, notify Otis
and correct such defects to ensure delivery of products and services that meetall contractual, legal, and regulatory requirements.



Properly complete all inspection and testing requirements performed byappropriately authorized and qualified individuals.

Complete required certifications accurately.

We also require our suppliers to:Provide regular training to their employees and conduct reasonable due
diligence to ensure compliance with the Supplier Code of Conduct.

Ensure timely reporting of both actual and suspected violations of the Supplier
Code of Conduct.

Promote an environment where legal and ethical issues can be raised without
fear of retaliation, including making reporting channels available to colleagues
and business partners.



Cooperate with our requests for information and support Otis in any
investigation.

Otis Suppliers are contractually committed to the Supplier Code of Conduct throughour standard Terms and Conditions of Purchase, which require suppliers to comply withall applicable laws and regulations and to adopt and comply with an internal code of
conduct or ethics and a compliance policy that satisfies, at a minimum, the principles
set forth in our Supplier Code. Otis reserves the right to terminate contracts with
suppliers that commit any violation of law relating to basic working conditions orhuman rights.

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DUE DILIGENCE PROCESSES
Otis takes a risk-based approach to detecting and deterring human trafficking andother risks to human rights in our supply chain. This approach includes identifying andassessing areas of potential inherent risk, conducting supplier due diligence, andmitigating areas of exposure as we identify opportunities to do so.
Otis is a member of Responsible Business Alliance(RBA) at the Supporter level, Responsible Labor
Initiative (RLI), and Responsible Minerals Initiative(RMI). We use knowledge and services available
through our membership to determine which
product and service categories and locations may
be inherently at higher risk of human trafficking orother human rights violations. Then, to further
assess potential risks in our own supply chain, we
use a risk-based approach to conduct additional
due diligence beginning with a supplier survey. This results in a recurring, consolidated
sampling of our highest risk, top spend, and strategic suppliers to be surveyed
regarding their human rights policies and practices. At the conclusion of the survey,
we analyze the results and assess improvement opportunities for the Program andwithin our supply chain.
We review the inherent risk profile and survey results with leaders in our Supply Chain,
Legal, and Compliance organizations highlighting key observations including: the statusof the surveyed supplier’s human rights program and policy, geographic location(countries at higher risk of human rights violations), and nature of the supplier’s business(for example, if they are engaged in goods or services that are deemed to have higher
inherent risk).
We supplement our assessment with a focused supply chain mapping analysis provided
by a leading industry third-party risk management provider. In addition, we continue tomonitor global legislative developments to ensure our Program remains current,
compliant, and satisfies the values and expectations set forth in the Otis Absolutes.
There are monthly reviews with Supply Chain, Legal, and ESG representative executives
where we discuss Program advancement needs and their status.

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RISK ASSESSMENT OF OUR BUSINESS AND SUPPLY CHAIN
As described in the “Due Diligence” section above, we identify scenarios in our supply
chain that may be at higher risk of human trafficking or otherhuman rights violations by using a combination of inherent risk
assessments and risk based due diligence. The process results in
a consolidated sampling of our highest risk, top spend, andstrategic suppliers.
As a result of our evaluation, we confirmed our higher risk
scenarios remain primarily within unlicensed trades and, due tothe nature of our business within the construction industry, we
continue to give special consideration to the subcontractors
who support the installation and service of our elevators due tothe increased safety risk in their environment.

STEPS TAKEN TO MITIGATE RISK
Otis has implemented multiple due diligence requirements to help mitigate risk in its
supply chain. To begin, all suppliers must clear denied-party screening prior to our
engagement with them. The screening tools we use alert us if a supplier’s name is on
an international watchlist. The watchlist includes various globally reported sanctions
including those with illegal human rights violations. All potential findings must be
reviewed by Legal to determine if the proposed engagement is permitted to proceed.
After the initial engagement, screening is performed regularly with an automated tool
to monitor for changes.
Potential suppliers of certain services that are deemed higher risk for corruption,
including bribery, must be vetted using additional due diligence. This due diligence isrefreshed on a recurring basis.
To help promote safety, a fundamental human right, suppliers providing services that
include physical work, for example, hoisting, lifting, and other types of construction
work, are required to go through an additional layer of due diligence that includes anassessment of the subcontractor’s ability, experience, and capability to perform thework in a safe and environmentally responsible manner. This due diligence must becompleted prior to the first use of the subcontractor and repeated at least every two
years thereafter.

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Educating and engaging colleagues and field partners
Safety is a fundamental human right and we recognize the importance of training in
helping to protect workers. Otis field professionals and subcontractors participate intraining and other educational activities to reinforce the importance of our safety
Cardinal Rules through real-world examples and sharedcolleagues’ past experiences. Our fundamental work-safety
principles are the Cardinal Rules. We require our field
professionals and subcontractors to follow our Cardinal Rules toaddress hazards in our industry – from avoiding falls in the
hoistway, controlling equipment movement during service, toadhering to electrical safe work practices. We also hold anannual safety campaign – Season of Safety – for all Otis
colleagues and subcontractor partners, covering different safety
topics each year.
We require our subcontractors to meet Otis requirements
concerning the use of only trained and authorized personnel,
adherence to Otis methods and safety requirements, and othercritical elements. We have a detailed diligence process toensure we are partnering only with companies that meet our rigorous expectations. We
assess subcontractor risk on active jobsites through prestart inspections and Fatality
Prevention Audits. In addition, we assess subcontractor company risk annually toidentify higher-risk subcontractors, and we develop individualized subcontractor actionplans that we track at local and regional levels and review at the global level.
All colleagues and subcontractors are empowered with Stop Work Authority (SWA). Anycolleague or subcontractor can stop work on any job, during any activity, at any time ifthey have a safety concern – and then raise the concern without risk of retaliation.
Audits and obligation to report suspected or actual violations
Otis also conducts general on-site audits of select suppliers on an as-needed basis tomonitor the suppliers’ compliance with quality requirements, delivery performance, andother contractual obligations in an effort to mitigate risks. While today these audits do
not specifically review suppliers’ human rights practices, in the event that any Otis
employee identifies a suspected or confirmed violation of applicable laws, regulations,or our Supplier Code, including human rights violations, our employees are trained andrequired to report the issue in a timely manner using the defined reporting channels© 2024 Otis Worldwide Corporation

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where the issue will be routed for further investigation and the appropriate resolution. In
addition, our Supplier Code requires suppliers to promptly notify Otis if they suspect or
become aware of misconduct related to Otis business using these same reporting
channels. Suppliers are further required to facilitate the timely discovery, investigation,and reporting of actual or suspected misconduct and implement appropriate
corrective actions.

REMEDIATION
When a suspected or actual violation is identified, or if measures we are considering
implementing to mitigate the risk of human rights violations have the potential tonegatively impact vulnerable workers, we conduct a thorough investigation and takecorrective actions as appropriate, including involving law enforcement wherecircumstances warrant.

TRAINING AND CAPACITY BUILDINGFor Otis staff
To raise awareness of policy requirements and compliance risks, including thosepertaining to protecting human rights, we focus on leadership communications, online
and in-person training, and initiatives such as Otis Ethics Talk.
Ethics Talk: Ethics Talk is an annual initiative at Otis designed to give supervisors thetools to lead a thoughtful ethics conversation with their teams about the Otis Absolutes
and how our Otis values guide decision-making when faced with ethical dilemmas.
Ethics Talk is also an essential component of our ethics messaging to field professionals,
who comprise more than 60% of Otis’ colleague population.
Compliance training: Otis adopts a risk-based approach for our compliance training
program. We provide online training quarterly on topics such as human rights, modern
slavery, anti-human trafficking, antitrust, conflicts of interest, protecting company data,
cybersecurity, data protection, anti-harassment and anti-discrimination, and anticorruption and anti-bribery. In addition, we require our salaried colleagues to attest
through an annual certification that they have read, understood, and are committed tocomplying with the Otis Absolutes and Otis’ policies.

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For suppliers
We acknowledge the importance of training in helping to mitigate the risk of humanrights violations. Raising awareness of the risk and mitigation opportunities is critical. As
such, to share this knowledge, Otis trains surveyed suppliers. We cover topics like theimportance of understanding risk, methods of due diligence, and using policies to help
communicate expectations.

COMMUNICATING TO STAKEHOLDERS
As a leader in the industry, it is important to collaborate and support others in our
industry and beyond when implementing our ESG priorities. One of the ways weaccomplish this is by participating in the Responsible Business Alliance, an industry
coalition dedicated to responsible business conduct in global supply chains. We arealso a member of the National Elevator Industry Inc., National Foreign Trade Council,
Connecticut Business Industry Association and Alliance for Competitive Taxation. Our
CEO is a member of the Business Roundtable (and of its board) and Chair of its Trade &International Committee and Co-Chair of its China Working Group. She also is amember of the U.S.-India CEO Forum. We engage with our suppliers to help protect
human rights in the supply chain and look forward to expanding our collaboration.
We believe that engaged colleagues deliver better service to our customers. We
measure engagement by conducting colleague surveys. The results, which arereported to our Board and management, help us assess how colleagues feel about
working for us. We use the survey results to develop action plans to address areas ofconcern. Engagement surveys, which anonymize the data, cover topics such as safety,
ethics, belonging, quality, company prospects, inclusion, empowerment,
accountability, and managerial effectiveness.

MEASURING THE EFFECTIVENESS OF OUR EFFORTS
We measure the effectiveness of our efforts in a growing number of ways. This includes
the response rate and coverage of our supplier survey, statistics on our reporting
channels, and participation in our training programs for both employees and suppliers.
In addition, Otis continues to engage with external resources like RBA to help informand strengthen our Program, including ways to measure its effectiveness. The
organization offer tools, training and opportunities for knowledge sharing that support
our Program development and help us understand its effectiveness.

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APPROVAL PROCESS FOR THIS STATEMENT
Pursuant to section (4)(b)(i) of the Act, This Statement has been reviewed andapproved by the board of directors of Otis Canada Inc.,

Jennifer Erickson
Senior Director, Human Resources – Otis Canada Inc.
May 15, 2024

‘The term “Anti-Human Trafficking”, has been adopted for simplicity to reflect all types of forced
and/or compelled labor, including, but not limited to, forced labor, modern slavery, sex trafficking,indentured servitude, child labor, worst forms of child labor, and trafficking in persons (together,“human trafficking”).
2
Including, but not limited to, the California Transparency in Supply Chains Act (2010), the EU
Non-financial Reporting Directive (2014), the US Federal Acquisition Regulation (2015) and its
corresponding re-authorizations, and the Countering America’s Adversaries Through Sanctions Act(2017)
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